Factors Affecting Career Progression of Female Management Employees in Banking Sector

Authors

  • Nafiza Islam Islam Jahangirnagar University

Keywords:

Career progression, banking sector, female bankers, work life balance

Abstract

The main objective of this study is to investigate the variables influencing the career development of female management personnel in Bangladesh's banking industry. The study was focused on four separate research goals: determining how management views women's career advancement; determining whether juggling work and family obligations has an impact on female employees' career advancement; examining the influence of bank policies and practises on women's career advancement; and developing a framework for the professional advancement of female employees in Bangladesh's banking industry. The research design adopted by the study was descriptive. Both primary and secondary data were gathered using survey questions and thorough literature reviews, respectively.

SmartPLS 3.0 was used to analyse the information gathered. Following the study's findings, it was determined that the discussed criteria have an effect on how far female bankers can advance in their careers.  Women must have strong female leadership, network development, and female role models if they are to advance in their careers across all industries, not just the banking industry. The study makes a contribution by outlining the significant challenges impacting the career advancement of female employees in Bangladesh's banking industry, which might be useful in developing policies that are supportive of female bankers. Additional research on this topic can focus on various industries, such as state-owned banks, the public sector, the business sector, educational institutions, and so forth.  The current study would contribute towards the existing knowledge through the utilization of under study variables, theoretical framework, and geographical coverage in business and management studies.

Keywords: Career progression, banking sector, female bankers, work life balance.

References

Afande, O. F., (2015). ‘Factors Affecting Career Development of Women Employees in the Banking Industry in Kenya’. Research on Humanities and Social Sciences, Vol. l.5 No.5, pp. 2225-0484. (Online)

Armstrong, D. J., Nelms, J. E., Riemenschneider, C. K. & Reid, M. F. (2012). ‘Revisiting the barriers facing women in information systems. Journal of Computer Information Systems, Vol. 53 No.2, pp.65-74.

Asif, M., Khan, A., & Pasha, M. A. (2019). Psychological capital of employees’ engagement: moderating impact of conflict management in the financial sector of Pakistan. Global Social Sciences Review, IV, 160-172.

Asif, M. (2021). Contingent Effect of Conflict Management towards Psychological Capital and Employees’ Engagement in Financial Sector of Islamabad. Preston University, Kohat, Islamabad Campus.

Azeez, P. N. & Priyadarshini, R. G., (2018). “Glass ceiling factors affecting women career advancement in IT industry in India”. In IOP Conference Series: Materials Science and Engineering (Vol. 390, No. 1, pp. 012021). IOP Publishing.

Bangladesh Bank Annual Report (2018-2019), ‘Banking Sector Performance’, available at https://www.bb.org.bd/pub/annual/anreport/ar1819/index1819.php, (accessed 30 June, 2021)

Bangladesh Bank Publication (2020), ‘Gender Equality Report of Banks & FIs (June-December, 2020) available at https://www.bb.org.bd/en/index.php/publication/publictn/1/72, (accessed 30 June, 2021)

Baker, F. and McKenzie. T. (2001). ‘More Women in Senior Positions not pay disparity, major issue facing women in business’, available at http://www.actu.asn.au (accessed 5 May, 2021).

Bappy, A. T., Haque, S. M. S., Halim, B. S. & Hossain, N. M., (2020). ‘Predicting Passengers’ Uber Adoption Behaviour: Evidence from Bangladesh’. South Asian Journal of Marketing, Vol. 1 No. 1, pp. 86-126.

Bartlett, E. J., Kotrlik, W. J. & Higgins, C. C. (2001). ‘Organizational Research: Determining appropriate sample size in survey research’, Information Technology, Learning, and Performance Journal,Vol.19 No.1, pp. 43-50.

Benitez, J., Henseler, J., Castillo, A., & Schuberth, A., (2020). ‘How to perform and report an impactful analysis using partial least squares: Guidelines for confirmatory and explanatory IS research’. Information & Management, Vol. 57 No.2, pp. 1-16. https://doi.org/10.1016/j.im.2019.05.003.

Blair-Loy, M. & Wharton, A. S. (2002). ‘Employee's Use of Work-Family Policies and the Workplace Social Context’. The University of North Carolina Press Social Forces, Vol. 80 No.3, 813-845. https://doi.org/I10.1353/sof.2002.0002.

Blau, F. D. (2000). ‘Gender and Family issues in the workplace’, available at http://www.secure1sc.netnation.com (accessed on 5 May, 2021).

Buddhapriya, S. (2009). ‘Work-Family Challenges and Their Impact on Career Decisions: A Study of Indian Women Professionals’. VIKALPA, Vol. 34 No.1, pp. 1-15.

Burke, R. J. (2002). ‘Career development of managerial women’. In R. J. Burke & D. L. Nelson (Eds.) Advancing women’s careers, pp.139-161, Oxford: Blackwell.

Cooper, D. R. & Schindler, P. S. (2003). ‘Business Research Methods’. 8th Edition, McGraw-Hill Irwin, Boston.

Datta, S., & Agarwal, A. U. (2017). ‘Factors effecting career advancement of Indian
women managers’. South Asian Journal of Business Studies, Vol. 6 No. 3, pp. 314-336,
doi.org/10.1108/SAJBS-07-2016-0062.

do-Valle, P. O. & Assaker, G. (2016). ‘Using Partial Least Squares Structural Equation Modeling in Tourism Research: A Review of Past Research and Recommendations for Future Applications’. Journal of Travel Research, Vol. 55, pp. 695-708. doi.org/10.1177/0047287515569779.

Elvitigala, G., Amaratunga, G., & Haigh (2006). ‘Women Career Development and the Role of Training and Development’. Paper presented at Second Annual Built Environment Education Conference (BEECON 2006), Recruitment and Retention: The Way Forward, 12­13th September 2006, The Bonnington Hotel, Bloomsbury, London, available at http://eprints.hud.ac.uk/

Frkal, R. A. & Criscione-Naylor, N. (2021). "Opt-out stories: women’s decisions to leave corporate leadership", Gender in Management, Vol. 36 No. 1, pp. 1-17. Available at https://doi.org/10.1108/GM-09-2019-0154

Gordon, J. & Whelon-Berry, K. (2005). ‘Women at mid-life: changes, challenge, and contributions’. In Burke, R.J., Mattis, M.C. (Eds), Supporting Women's Career Advancement, pp.124-49, Edward Elgar, Cheltenham,

Gunasekara, V. M. (2018). ‘Family Responsibilities and Career Progression of Women Bankers: An Empirical Study in Galle District Private Banks in Sri Lanka’, Human Resource Management Journal, Vol.6 No. 2, pp. 1-12.

Hair, J., Ringle, C. & Sarstedt, M. (2011). ‘PLS-SEM: Indeed, a Silver Bullet. Journal of Marketing Theory and Practice’, Vol. 19, pp. 139-151. Available at https://doi.org/10.2753/MTP1069-6679190202

Hair, J. F., Sarstedt, M., Ringle, C. M. & Mena, J. A. (2012). ‘An Assessment of the Use of Partial Least Squares Structural Equation Modeling in Marketing Research’. Journal of the Academy of Marketing Science, Vol. 40, pp. 414-433. Available at https://doi.org/10.1007/s11747-011-0261-6.

Hair, J., Hollingsworth, C. L., Randolph, A. B., & Chong, A. Y. L. (2017). ‘An updated and expanded assessment of PLS-SEM in information systems research’. Industrial Management & Data Systems, Vol. 117 No. 3, pp. 442-458. Available at https://doi.org/10.1108/IMDS-04-2016-0130.

Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M., (2019). ‘When to use and how to report the results of PLS-SEM’. European Business Review. Vol. 31 No. 1, pp. 2-24.

Hassan, A. I., Baharom, M. N., & Abdul Mutalib, R., (2016). ‘Administrative barrier and career advancement of female academic staff in Nigerian Universities’. International Journal of Management Research and Review, Vol. 6 No.7, pp. 887-893.

Henseler, J., Ringle, M. C., & Sarstedt, M. (2015). ‘A New Criterion for Assessing Discriminant Validity in Variance-based Structural Equation Modeling’. Journal of the Academy of Marketing Science, Vol. 43 No.1, pp.115-135.

Hoque, M. M. (2019), ‘The growing footprint of women in banking sector’. The Financial Express. August 17 @13:13:13 available at https://www.thefinancialexpress.com.bd/views/the-growing-

Indrajith & Pravitha, N.R (2017). ‘A study on factors influencing team effectiveness in a resort environment’. International Journal of Scientific Research. Vol. 6 No. 6, pp. 36-38.

Latan, H. (2018). ‘PLS path modeling in hospitality and tourism research: the golden age and days of future past’. Applying partial least squares in tourism and hospitality research. Pp. 53-83. doi: https://10.1108/978-1-78756-699-620181004.

Lee, L., Petter, S., Fayard, D., & Robinson, S. (2011). ‘On the use of partial least squares path modeling in accounting research’. International Journal of Accounting Information Systems, Vol. 12 No. 4, pp. 305-328.

Napasri, T. & Yukongdi, V. (2015). ‘A study of Thai Female Executives Perceived barriers to Career Advancement’. Review of Integrative Business and Economics Research, Vol. 4 No. 3, pp. 108-120.

Nelson, D. L. & Burke, R. J. (2000). ‘Women Executives: Health, Stress, and Success’. Academy of Management Executive. Vol. 14, pp. 107-121.

Newman, M. &  Mathews K. (1999). ‘Federal Family-Friendly Workplace Policies: Barriers to Effective Implementation’. Review of Public Personnel Administration. https://doi.org/10.1177%2F0734371X9901900303.

Nitzl, C., Roldán, L. J., & Cepeda-Carrion, A. G. (2016). ‘Mediation Analysis in Partial Least Squares Path Modeling: Helping Researchers Discuss More Sophisticated Models’. Industrial Management & Data Systems, Vol. 116 No.9, pp.1849 – 1864. https://doi.org/10.1177/0734371X9901900303.

Ohlott, P. J., Ruderman, M. N., & McCauley, C. D. (1994). ‘Gender differences in managers' developmental job experiences’. Academy of Management Journal, Vol. 37 No. 1, pp. 46–67. https://doi.org/10.2307/256769.

Parkinson, D., Duncan, A., & Archer, F. (2019). ‘Barriers and enablers to women in fire and emergency leadership roles’. Gender in Management: An International Journal. Vol. 34 No. 2, pp. 78-93. https://doi.org/10.1108/GM-07-2017-0090

Richter, F. N., Sinkovics, R. R., Ringle, M. C., & Schlaegel, C. (2016). A critical look at the use of SEM in international business research. International Marketing Review, Vol. 33 No. 3, pp. 376-404.

Ringle, M. C., Sarstedt, M., Mitchell, R., & Gudergan, P. S. (2018). ‘Partial Least Squares Structural Equation Modeling in Human Resource Management Research’. The International Journal of Human Resource Management., Vol. 31 No. 12, pp. 1617-1643 https://doi.org/10.1080/09585192.2017.1416655.

Ringle, C., Sarstedt, M., & Straub, D. (2012) ‘Editor’s Comments: A Critical Look at the Use of PLS-SEM in “MIS Quarterly’. MIS Quarterly, 36, pp. 3-14.  Available at http://www.jstor.org/stable/41410402.

Rose, S. & Hartmann, H. (2004). ‘The Long-Term Gender Gap’. Challenge’, Vol. 47 No. 5, pp. 30-50. Available at https://www.jstor.org/stable/40722271.

Ruderman, M. N. & Ohlott, P. J. (2002), ‘Standing at the Crossroads: Next Steps for High-achieving Women’, Jossey-Bass, San Francisco, CA.

Särndal, C. E., Swensson, B., & Jan W. (1992).  ‘Model Assisted Survey Sampling’. 1st Ed. Springer, Series in Statistics.

Sharma, S. & Sehrawat, P. (2014). ‘Glass ceiling for women, does it exist in Modern India?’ Journal of Organisation & Human Behaviour, Vol. 3 No. 2 & 3, pp.9-15.

Sullivan, S. E. & Mainiero, L. A., (2007). ‘The changing nature of gender roles, alpha/beta careers and work-life issues: Theory-driven implications for human resource management’. Career Development International, Vol. 12 No. 3, pp. 238-263.

Saunders, M., Lewis, P., & Thornhill, A. (2012). Research Methods for Business Students. (5th ed). England: Pearson Education Ltd.

Tharenou, P. (2005). ‘Women’s advancement in management: What is known and future areas to address’.   In   R.J.   Burke   and   M.C.   Mattis   (eds), Supporting   Women’s   Career Advancement: Challenges and Opportunities, pp. 31–57. Cheltenham: Edward Elgar.

Tlaiss, H. & Kauser, S., (2010). ‘Perceived organizational barriers to women's career advancement in Lebanon’. Gender in Management: An International Journal, Vol. 25 No. 6, pp. 462 – 496.

Tijani-Adenle, G., (2016). ‘She’s homely, beautiful and then, hardworking! Critiquing the representation of women leaders and managers in the Nigerian press’. Gender in Management: An International Journal. Vol. 31 No. 5/6, pp. 396 – 410.

Ugwu, E. K., Oluchi K. M., & Chukwu, E. (2018). ‘Impact of Work-Family Conflict on Career Advancement of Female Professionals in Commercial Banks of Ebonyi State, Nigeria’. International Journal of Management, Accounting and Economics, Vol. 5 No. 12, pp. 966-985.

Wah Yap, B., Ramayah, T., Wan Nushazelin, & Wan Shahidan (2012). ‘Satisfaction and trust on customer loyalty: a PLS approach’. Business Strategy Series, Vol. 13No.4, pp.154-167.

Wang, W. & Cho, T. (2013). ‘Work-Family Conflict Influences on Female Career Development and Expectations in Shandong, China’. Journal of Human Resource and Sustainability Studies, Vol. 1, pp. 43-50.

World Economic Forum (2020), ‘Global Gender Gap Report’, available at https://www.weforum.org/reports/gender-gap-2020-report-100-years-pay-equality (accessed 6 May, 2021)

 

Published

26-07-2023

How to Cite

Islam, N. I. (2023). Factors Affecting Career Progression of Female Management Employees in Banking Sector. Inverge Journal of Social Sciences, 2(3), 1–18. Retrieved from https://invergejournals.com/index.php/ijss/article/view/41